When the fitness club where she worked as a beautician suddenly closed its doors, Emilie Cornette, holder of a CAP in aesthetics, decided to change direction. After two years as a receptionist in a medical research company, she responded to an advert for an office manager position. “I didn’t know what that meant, but I wanted to evolve, to do new things”, she admits. The interviews went very well and, in December 2009, she was recruited on a permanent basis at Michel & Augustin.
Subsequently assistant to the directors, Emilie became responsible for general services and in charge of human resources projects for the company, which has grown significantly. In addition to the pastry chef CAP – a mandatory requirement for Michel & Augustin employees – she followed several training courses to assume her new responsibilities.
Retraining no longer only concerns radical changes in sector, such as the opening of a bed and breakfast by a former banker, which made those around them smile or worry. It is becoming commonplace for the happiness of those who choose this path, and for that of companies, which try to attract these candidates for change towards the professions most in tension, and undertake to train them. “In the quest for meaning, in search of new balances between private and professional lives which followed the Covid-19 pandemic, have been added the digital, ecological and generational transitions. This relaunched the reconversion”explains Catherine Beauvois, director of the Skills 4.0 project at France Travail (formerly Pôle emploi).
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According to the 2024 training and employment barometer from Center Inffo, a public service association under the supervision of the Ministry of Labor, half of workers are preparing (21%) or considering (28%) retraining, a high figure, but which has remained stable since 2021. Those under 35 and unemployed people are by far the profiles most attracted to retraining.
No regrets
In the digital sector, the need to recruit massively over the coming years has increased the number of schools and associations such as M2i, 42, Simplon, Diversidays, Wild Code School, which offer rapid training, help with financing and display recruitment rates. Professional integration averages 80%. But the journey is far from easy. Isabelle Dauchel was thus refused her request for funding by Pôle emploi on the pretext that, having a bac + 5, she was not a priority.
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